You should know how each department supports the overall company mission, how each team supports their department, and finally how every individual contributes to the success of their team. There needs to be a clear, unbroken chain from the individual contribution all the way to the company mission. Every employee should understand the mechanics of this chain, and how he or she fits into the overall scheme of your organization. Send my free PDF. Vacations and Sabbaticals Culver-city based Media Temple is a staunch advocate of the sabbatical.
Each employee at the web and cloud hosting solutions company gets a paid, one-month sabbatical every three years, during which time they are highly encouraged to travel abroad or engage in service projects closer to home. He found that the new experiences he gained from travel brought a fresh perspective, new ideas, and renewed focus that he was able to apply to the business when he returned to work.
Action Steps 1. Subsidize education. In addition to traditional graduate programs, consider certificate programs or industry-focused education like General Assembly. Encourage passion projects. Allocate a percentage of work time for this purpose, or conduct a hackathon. Leverage the expertise in your company.
Have leaders teach seminars for their co-workers on topics both related and tangential to your business. Want to help your team grow and develop? This guide will show you how. Find the Why of your business. Ask, What gets us out of bed in the morning? This will be your guiding principle, and will inform much of your decisions down the line. Audit existing communications channels. Communications is the other critical component to making sure your engagement strategy is successful, as so many of the other pillars rely on proper communication in order to be effective.
Determine what you already have at your disposal, and figure out what likely needs improvement.
Provide access to healthy snacking options via services like SnackNation. This is such an easy and convenient solution, we recommend doing it in week 1. Survey the organization. Develop core values. Be sure to incorporate a sense of fun in your values to help create an environment that fosters personal connections and bonding amongst employees.
Fortify communication channels. Use survey data to determine the weak spots in your internal communications infrastructure, and spend time shoring them up. Consider deploying next generation channels like enterprise social networks. Finalize wellness programs and campaigns.
Armed with survey information, develop the right strategies and tactics for your organization. Plan wellness challenges, onsite fitness activities, and health initiatives. Appoint a wellness manager it might even be you! Determine facilities needs. Connect with the head of facilities and space planning and work on a employee engagement plan to create a space conducive to the types of activities that will engage your employees.
Develop a timeline and budget for transforming your space. Hold a company all-hands meeting.
Even when there is no reason to celebrate, encourage employees to eat lunch together. In: Integrative Medicine. Not at all. Brand Builder. Employees are more likely to be disgruntled if they are regularly using sub-standard facilities or facing frustration caused by slow servers, insufficient software or broken equipment.
For some companies, this is old hat, but for many, this might be the first time your entire organization has been in one place at one time. Use this opportunity to clarify the mission and purpose of your organization, and present your newly developed core values and engagement strategy.
And of course, be excited! Make a strong case for employee engagement. Your employees take their cues from the top, so enthusiasm will go a long way towards adoption of your plan. Begin any construction projects immediately. If your plan requires an overhaul of your office space, start on construction the day after your all-hands rollout.
http://blacksmithsurgical.com/t3-assets/textbook/the-man-who-lost-his.php Better yet, send in a crew to paint overnight. Get physical. Bring in trainers or yoga instructors and conduct group fitness classes, either on site or at a nearby park. Harness the power of inter-departmental competition with wellness challenges. Prominently display your values and mission. Help ingrain your values into the organization by displaying them in the office for all to see.
Did we mention healthy snacks help?? Make it personal. Start business meetings with personal anecdotes to help foster personal relationships and emotional bonds between employees. Assess employee roles. Managers should prioritize making sure that subordinates have well defined roles within the organization. Every employee should know his or her role on his or her respective team, and understand how this role directly relates to the success of the business.
Set business and personal goals. Employees should also work with managers to define personal and professional goals, and set a schedule for follow up and accountability. Begin weekly company-wide communications. A thoughtful email from your CEO or other C-level executive is often all you need to satisfy employee demand for information from the top. This can be facilitated by your communications team.
Make sure there is a feedback mechanism, so that employees can provide feedback on executive messages. Unveil your game room. Making fun a priority is a surefire way to nurture bonding between teams and individuals. A game room could be just what the doctor ordered in the fun department. Start weekly happy hours. Make socializing a part of the work week by reserving the last hour on Fridays for a group happy hour, either at the office or at a nearby restaurant or bar.
Hold your first education session. Leverage the expertise that already exists in your company by holding a voluntary seminar led by a senior leader. Topics can be business oriented, or related to a personal hobby or pastime. Recognize wellness achievers. Reward wellness challenge winners with company wide recognition, or with gift cards or creative trophies.
Start planning a future offsite or retreat. Nothing will bring your employees together like a shared experience away from the office. Plan bonding activities like group meals and games. Make it productive by setting aside some of the time for strategy and planning.
To really emphasize performance, make the retreat contingent on your company meeting quarterly goals. Keep it up! Plan to measure the effectiveness of your strategy, and adjust as necessary. Continue to collect feedback from employees, and open a dialogue between executives and the rest of the organization to dial in your strategy.
Discover Your Purpose Clearly define your why and always lead by it Take me to part 2. Communication Learn how to communicate effectively and authentically Take me to part 3. Health and Wellness How wellness plays a vital role in your engagement strategy Take me to part 4. Foster Friendships Why employees need friends at work, and how to foster those relationships Take me to part 7. Recognition Recognition and Incentives are Two essential tools to help motivate your team Take me to part 8. Amazing Managers How to develop managers that cultivate loyal and accountable teams Take me to part 9.
Personal Growth Why growth is vital, and how you can develop your team. Take me to part Bringing It All Together A detailed 8-week implementation plan to reach employee engagement nirvana Take me to part Engagement can be a tricky topic. Most executives have heard of it, but few really understand it. Take me to part 1. In this chapter, we offer actionable steps to find the Why of your brand, and develop a culture that embodies and supports it.
Take me to part 2.